Employee Relations Manager

Resume

Thomas T. Tiller

Human Resources and Labor Relations Specialist

SUMMARY OF QUALIFICATIONS

•Successful Human Resources Manager with over 15 years of experience with all types of employee-related issues. Trained in the Department of Energy's Internal Personnel Security Program.

•Proven leadership experience in providing clear direction and setting priorities for self and others, sets and communicate high performance standards, and assumes a guiding role in group's activities. Manage and make recommendations on staffing, interviewing, form letters, drafts and management's position papers on internal as well as external correspondence. A leader in safety compliance and assurance.

•Strong interpersonal skills in oral and written communications, presentations, and problem-solving skills. Team oriented with the ability to function diplomatically at all levels during internal complaint investigations.

•Handled investigative processes, grievances, conflict resolution and team building processes/techniques. Coached and counseled management in the resolution of employee concerns/problems.

•Certified Manager, Internal Personnel Security and Labor Relations Specialist for more than ten years.

EMPLOYMENT HISTORY

Metalsa Plant Operations Inc Direct Report: Steve Hornback

Employee Relations Specialist -February 2016 – February 2018

In this position, I was fully responsible for the entire second shift of a twenty-four (24) hour manufacturing plant. These duties involved resolving employee complaints, conducting grievance meeting at all steps to include arbitration. Conducting all related investigations that involved all sorts of employee behavior problems and on the job disputes. I maintained complete coverage and interface with all levels of operation management personnel to ensure a strong advisory adherence to the consistency of company policy.

Human Resources Consultant – May 2012 – February 2016 Professional Services

As contracted, I performed services that assisted small start-up concerns in the implementation of a sound Human Resources program; conducted contract negotiations to avoid union labor disputes and all other employee relations issues. This work included developing employment practices and policies such as an Employee Handbook and Safety procedures.

Solo Cup Inc. Direct Report: Barry White

Human Resources Manager — October 2010 — June 2011

Managed all aspects of labor and human resource issues; facilitated the resolutions of employee grievances and arbitration cases involving three bargaining unit respectively. Conducted performance appraisals, disciplinary actions and other personnel actions; provided oversight of employee training and development. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment and recommend needed changes. Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements

Medac Anesthesiology Billing Specialists Direct Report: Bijon Memar

Director of Human Resources- January 2007 — October 2007

As Director, I was responsible for the development and structure of the entire Human Resources department. I n this position I Administered compensation, benefits and performance management systems; Identify staff vacancies and recruit, interview and select applicants; Allocate human resources, ensuring appropriate matches between personnel; Provide current and prospective employees with •information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits; Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures; Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements

Phone No.: 706-***-****

Reason for leaving: HR function outsourced/ Business decision

THOMAS T. TILLER

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Aramark Aviation Services Direct Report: Don Rucker

Duty Manager- January 2005 — 2007

Managed airport operations personnel; Conducted performance appraisals, disciplinary actions and other personnel actions; provided oversight of employee training and development; coordinated services with other airport operations agencies; establishes the organization's safety posture and ensures that safety goals and initiatives are met. This facility employs over 2400 hourly employees.

Phone No.: 404-***-****

Reason for leaving: Better career opportunity

THT Enterprises — Construction and Project Management Direct Report: J. Hartsfield

Human Resources Consultant - 2003 — January 2005

Developed and implemented a HR/Labor strategic plan for a start-up company. This includes developing employment practices and policies such as an Employee Handbook, and safety procedures. I developed a program of Union Free planning; and methods of maintaining a Union Free Environment as a priority for this project scope, budget and employee headcount projection.

Phone No.: N/A

Reason for leaving: Project not funded

Johnson Controls Inc., FGSP, Augusta, Georgia Direct Report: Gus Velez

Director of Labor Relations - 1999 — 2003

Fully responsible for all labor management actions; employer representative in contract labor disputes involving the Transport Workers Union of America, AFL-CIO; merge company policies with the union's collective bargaining agreement. Accomplishment: Successful in the negotiations and relations with the local Union's present by implementing a viable employee incentive program and, a Win/Win approach to Labor.

Phone No.: 706-***-****

Reason for leaving: Business decision

Wackenhut Services Inc., Aiken, South Carolina Direct Report: J. Whyte

Internal Security Officer - 1993 — 1999

Represented management in labor and employment issues; specialization in employment discrimination law and termination issues. Conducted investigations and provided interpretation and consultation regarding legal ramifications associated with company policies and employment decisions.

Labor Relations Manager - 1991 — 1993 Direct Report: A. Gilmore Managed all aspects of labor and human resource issues; facilitated the resolutions of employee grievances and arbitration cases involving three bargaining unit respectively.

Phone No.: N/A

Reason for leaving: Career advancement

Lockheed Aeronautical System Company, Marietta, Georgia Direct Report: Reid Aiken

Labor Relations Arbitration Coordinator -_1984 — 1990

As Coordinator, I conducted research and analysis regarding the areas for the facilitating arbitration of employee

grievances.

Accomplishment: Successfully defended the company by winning 40 out of 43 arbitration cases which resulted in a decision in the company's favor.

Labor Relations Representative -_1980 — 1984 Direct Report: Ted Roberts

Implemented and administered labor contracts. Employee conduct was monitored while on and off the job for fitness for duty issues. Investigate grievances to devising a mutual agreeable settlement and the authority to certify the grievances to arbitration.

Personnel Representative - 1978 — 1980 Direct Report: J. Wilkins Conduct research and analysis in facilitating the arbitration of employee grievances.

Performed the additional duties of interviewing, recruiting, testing, training employees and manpower placement utilization as required. Conducted reference checks, organized job fairs, established a local personnel association to attract ideal applicant exchange pool. In addition, I was responsible for employee orientation.

Phone No.: 702-***-****

Reason for leaving: Business decision

EDUCATION

Woodrow Wilson College of Law, Oglethorpe University, Atlanta, Georgia

Juris Doctor Degree, Labor Relations Law

Georgia State University, Atlanta, Georgia

B.A., Human Resources Management

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